We maintain a safe and healthy working environment for all employees and strive to develop competent human resources.

Recruitment and Workplace Environment Maintenance

In addition to our continued commitment to provide employment for people with disabilities, we also strive to cultivate a work environment in which the diverse backgrounds and values of employees are respected and in which employee welfare and happiness is a priority.

Employment of People with Disabilities

In 1980, we established a special-purpose subsidiary aimed at employing people with disabilities. We were among the first six companies in Japan to do so. For its outstanding action in hiring and training young people, this subsidiary was in 2018 granted Youth Yell certification from Japan’s Ministry of Health, Labour and Welfare, the second special-purpose company in Japan to be certified. As of the end of 2020, we had achieved a 4.2% employment rate for people with disabilities. We are now working to raise this to 4.6%*, which is double the statutory requirement.

※The statutory employment rate for people with disabilities was revised to 2.3% in March 2021.

Percentage of Employees with Disabilities

Percentage of Employees with Disabilities

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Painting zebra crossing on plant premises

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Making personal protective equipment

Support for Raising the Next Generation

In February 2019, we received Platinum Kurumin accreditation under the Act on Advancement of Measures to Support Raising Next-Generation Children in Japan and have continued providing such support. Under our Sixth Action Plan (2018–2021), we implemented measures encouraging male employees to take childcare leave and employees to take annual paid leave, and expanded our system to accommodate different working styles. We will finalize and announce our Seventh Action Plan to go into effect in April 2021, which aims to build a pleasant working environment that enables all employees to achieve a healthy balance in their work and home life.
Under our Women’s Empowerment Project we hold events for female employees to exchange information and opinions with staff at other firms. We are also working to nurture female leaders for positions in management.

6th Action Plan (Outline and Implementation)
(April 1, 2018 to March 31, 2021)
  • Childcare leave
    • Women: To achieve more than 75% utilization rate
    • Men: To achieve more than 13% utilization rate of those whose spouse has given birth
  • Introduction of a new system, and strengthening of existing systems, to allow diverse work styles
  • Measures to reduce overtime work
  • Promotion of use of annual paid leave

プラチナくるみん

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Implemented: April 1, 2018 to December 31, 2020
  • Childcare leave
    • Women: Utilization rate: 100% (9/9)
    • Men: Utilization rate: 21.8% (24/110)
  • System to enable diverse working styles, reduction of overtime work, promotion of use of paid leave
    • Promotion of 5 consecutive days of leave taken twice a year
    • Expansion of workplaces eligible for flextime
    • Creation of re-employment system
Percentage of Female Employees and Female Leaders (NEG)

Percentage of Female Employees and Female Leaders (NEG)

Note: A female leader is a female employee who oversees and manages subordinates.

Active Participation of Senior Workers

The Company has prepared a retiree re-employment system that will create a welcoming work environment for employees at retirement age who want to continue applying their skills and experience and stay on the job. We have also set up training programs for employees in their 50s who have the desire to learn, to give them the opportunity to switch careers prior to reaching retirement age.

Responding to Globalization

In order to respond to the rapid globalization of our operations, we are actively hiring foreign nationals and cultivating global personnel who can work effectively anywhere in the world. We are also improving group synergy via personnel exchange between Japan and overseas subsidiaries, and among some subsidiaries outside Japan. In the future, we are considering creating a global human resource system in order to gain even greater synergy.

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Human Rights Initiatives

In line with the spirit of our Corporate Philosophy Structure, respect for human rights are set forth in our Code of Conduct and Principles of Activities. Led by our committee on human rights issues, we perform human rights education and participate in and dispatch executives to projects run by administrative and external groups. Our Company is a board member of the Shiga Prefecture Human Rights Issues Liaison Committee. Based in Shiga Prefecture, where our main operations are located, this committee allows us to play a leading role in promoting human rights in the region.

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Human rights education

Organization Chart of the Committee on Human Rights Issues

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Response to the UK Modern Slavery Act

In developing its business globally, the NEG Group recognizes the importance of respecting human rights in each country and region, including those in supply chains. Electric Glass Fiber UK, Ltd., an overseas group company based in the United Kingdom, has issued a statement in response to the UK Modern Slavery Act, enacted in 2015.

Modern Slavery Act Transparency Statement for Fiscal Year 2020 (PDF 50KB)

Health and Productivity Management

Since we believe that improving the health of all employees leads to corporate growth, we are developing health and safety activities based on health and productivity management. We are also implementing work-style reforms. We have established key performance indicators (KPIs) for mental and physical health, and are rolling out activities, education, and other initiatives aimed at improving the health of employees in each area. One initiative is a total ban on smoking in all plants and sales headquarters in Japan starting in fiscal 2021.

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NEG and the NEG Health Insurance Society were both certified in the 2021 Certified Health and Productivity Management Outstanding Organizations Recognition Program. The selections for certification are made jointly by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi. This certification system recognizes companies that engage in strategic health and productivity management for their employees. This marks our third consecutive certification.

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Health and Safety

Regarding health and safety, our Principles of Activities state that “We put safety first in everything we do, and we abide by all rules and regulations regarding health and safety.” Under our companywide health and safety program, our health and productivity management philosophy forms the basis for an action policy aimed in part at maintaining and improving the mental and physical health of each employee. This allows us to create a vibrant working environment that increases the creativity and productivity of the entire corporation.
In addition to periodic workplace patrols, we also implement educational awareness campaigns, hazard prediction (kiken yochi) activities, and information sharing among all operational sites both in and outside Japan, so that we can increase awareness of health and safety issues and achieve our zero-accident benchmark. Furthermore, for all employees we have an EAP (Employee Assistance Program) and conduct stress checks as part of our measures concerned with mental health.
In fiscal 2020, there were two employee accidents at NEG resulting in lost workdays. This has brought into focus issues that we will incorporate into the health and safety initiatives we implement in fiscal 2021 and afterward in order to ensure we remain accident-free.

Industrial accident frequency rate (NEG) 0.5
Organization Chart of Health and Safety for Each Area

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Work-style Reforms

We started promoting work-style reforms in 2017. By eliminating unnecessary and duplicated work through task inventory checks and maximizing use of IT, we have improved efficiency. These efforts have enabled us to reduce overtime work and increase the taking of paid leave. The benefits of these efforts have been returned to our employees via an expanded welfare program and other ways.

Number of Paid Leave Days Taken
Days Taken Percentage of Days Taken
Fiscal 2020 16.3 68%
Main Initiatives
  • Task inventory checks
  • Active use of IT
  • Conference reforms (shorter, etc.)
  • 5 consecutive days of leave taken twice a year
  • Full implementation of no-overtime days
  • Telecommuting system
  • Re-employment system
  • Expansion of workplaces eligible for flextime

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* New initiatives (from April 2021)
  • Expansion of telecommuting system
  • Work-style reform-related training
  • Provision of child-rearing and nursing care-related information

Human Resource Development

In order to attain our goal of being the world’s leading manufacturer of special glass, we need to have human resources capable of performing at a world-class level in all areas. We help our employees to better themselves by offering them a range of study opportunities, such as on-the-job training, level-specific training, global human resource training, skills training, and self-development programs that include acquiring industry certification.
We will continue to provide our employees with more robust training, which will help them get to that next level.

Training Programs
Category Items
Level-specific training New employee training,
young and mid-career employee training (3rd, 5th, 10th year),
managerial position training,
training for employees over the age of 50 (career development seminar, life plan seminar)
Global human resource training Global Communications Program (GCP, practical business English training),
overseas training for newly hired administrative employees,
skills development language training (English, Chinese)
Skills training Intellectual property training,
accounting seminars,
sales training,
lectures on glass basics,
AI and IoT seminars
Others Compliance training,
information security training,
health and safety seminars,
industry certification and other self-development programs